Termination by mutual consent is an efficient and practical way to terminate the employment contract. Concluding a settlement agreement, if...
Company car not an unconditional employment condition
There has already been much litigation over the question of whether an employer may reclaim the lease car made available...
Helpling: a new chapter in the platform work saga
The standard excuse “we are (just) a “tech company” does not seem to really appeal to the Amsterdam Court of...
AP fine to Tennis Federation for (commercial) use of its members’ personal data serves as a warning to other (sports) associations
At the end of 2019, the Dutch Data Protection Authority (AP) imposed a huge fine of 500,000 euros on the tennis federation. The AP interprets the GDPR very strictly and considers the provision of data to partners for direct marketing, even if completely transparent and with the knowledge of the members, as "unlawful." Citizens must be able to maintain control over their data, and that right must carry more weight. See our summary of the fine decision here:
Kifid confirms: right to free choice of lawyer in every phase of a legal dispute
Even in a preparatory phase, as soon as there is a conflict, there is a right to free choice of lawyer; the legal expenses insurer cannot refuse this. Read here why not:
Supreme Court: Intention of parties irrelevant in classifying employment contract
Breaking news: In its judgment of November 6, 2020, the Supreme Court eliminates the intention of the parties as a criterion for assessing whether there is an employment contract. As a result, parties can no longer unilaterally stipulate that "there is no employment contract" by simply stating this in the engagement agreement. The assessment will be based on the legal criteria, nothing more and nothing less. Read here how this works in practice:
Update DBA: Web Module on the Business Owners’ Portal
The Tax and Customs Administration has made the Web Module Assessment Employment Relationship available (as a pilot). This provides insight...
Dismissal due to reorganization
In the event of an economic downturn, an employer may reorganize and dismiss employees. For this, a dismissal permit is required from the UWV, with substantiation of the business economic necessity and application of the reflection principle. In the event of more than 20 dismissals, a collective dismissal applies and a social plan is mandatory. Employees have two weeks to object to the dismissal application.
Review settlement agreement
Does your employer want to dismiss you? Have you received a termination proposal or settlement agreement? Then it is worth having yourself advised by an employment law specialist and having them negotiate on your behalf. In our experience this generally leads to a (significantly) better result. Read here how we can help you:
Changes as of July 1, 2020
Extension of birth leave for partners (Introduction of Extra Birth Leave Act, WIEG) We previously wrote that partners of women...
